{"created":"2023-07-25T09:58:34.599281+00:00","id":1127,"links":{},"metadata":{"_buckets":{"deposit":"61d39df6-bd18-4ea8-819c-7b5841124465"},"_deposit":{"created_by":4,"id":"1127","owners":[4],"pid":{"revision_id":0,"type":"depid","value":"1127"},"status":"published"},"_oai":{"id":"oai:nfu.repo.nii.ac.jp:00001127","sets":["2:76"]},"author_link":["2320","2322"],"item_1_alternative_title_5":{"attribute_name":"論文名よみ","attribute_value_mlt":[{"subitem_alternative_title":"サーチ　リロン　ト　チンギン　コウゾウ　ソノ2　チンギン　ザイショク　キカン　ケイヤク　ノ　バアイ"}]},"item_1_biblio_info_14":{"attribute_name":"書誌情報","attribute_value_mlt":[{"bibliographicIssueDates":{"bibliographicIssueDate":"2014-09-30","bibliographicIssueDateType":"Issued"},"bibliographicPageEnd":"119","bibliographicPageStart":"93","bibliographicVolumeNumber":"49","bibliographic_titles":[{"bibliographic_title":"日本福祉大学経済論集"}]}]},"item_1_creator_6":{"attribute_name":"著者名(日)","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"山上, 俊彦"},{"creatorName":"ヤマガミ, トシヒコ","creatorNameLang":"ja-Kana"}],"nameIdentifiers":[{"nameIdentifier":"2320","nameIdentifierScheme":"WEKO"}]}]},"item_1_creator_8":{"attribute_name":"著者名(英)","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"Yamagami, Toshihiko","creatorNameLang":"en"}],"nameIdentifiers":[{"nameIdentifier":"2322","nameIdentifierScheme":"WEKO"}]}]},"item_1_description_11":{"attribute_name":"抄録(日)","attribute_value_mlt":[{"subitem_description":"賃金は在職期間に応じて上昇することが観察される．近年のサーチ理論の発展により，買手独占的労働市場においては，マッチングの観点から右上がりの賃金カーブの形状を説明することが可能となった．その1つが対抗提案モデルであるが，企業が対抗提案を行わない場合においても，賃金・在職期間契約モデルでは，当初賃金を低く設定して一定期間後に賃金が上昇する，あるいは緩やかに上昇すると約束することが離職を防止して効率的であることが証明される．この結果，人的資本の蓄積がなくても在職期間に応じて賃金が上昇することが説明可能となる．また，企業間のみならず企業内賃金格差についての洞察を得ることができる．サーチ理論に基づく賃金構造の解明は，人的資本蓄積と補完的であると捉えることが可能であり，両者を統合したモデルが開発されているところである．","subitem_description_type":"Other"}]},"item_1_source_id_13":{"attribute_name":"雑誌書誌ID","attribute_value_mlt":[{"subitem_source_identifier":"AN10367370","subitem_source_identifier_type":"NCID"}]},"item_1_text_2":{"attribute_name":"記事種別(日)","attribute_value_mlt":[{"subitem_text_value":"研究ノート"}]},"item_1_text_3":{"attribute_name":"記事種別(英)","attribute_value_mlt":[{"subitem_text_language":"en","subitem_text_value":"Note"}]},"item_1_text_9":{"attribute_name":"著者所属(日)","attribute_value_mlt":[{"subitem_text_value":"日本福祉大学経済学部"}]},"item_files":{"attribute_name":"ファイル情報","attribute_type":"file","attribute_value_mlt":[{"accessrole":"open_date","date":[{"dateType":"Available","dateValue":"2016-03-18"}],"displaytype":"detail","filename":"keizai49-06yamagami.pdf","filesize":[{"value":"1.1 MB"}],"format":"application/pdf","licensetype":"license_11","mimetype":"application/pdf","url":{"label":"24keizai49-07yamagami","url":"https://nfu.repo.nii.ac.jp/record/1127/files/keizai49-06yamagami.pdf"},"version_id":"8be9c6a5-2f6d-434e-8a10-4fb62c184e37"}]},"item_keyword":{"attribute_name":"キーワード","attribute_value_mlt":[{"subitem_subject":"賃金カーブ，BMモデル，対抗提案，賃金・在職期間契約，人的資本","subitem_subject_scheme":"Other"}]},"item_language":{"attribute_name":"言語","attribute_value_mlt":[{"subitem_language":"jpn"}]},"item_resource_type":{"attribute_name":"資源タイプ","attribute_value_mlt":[{"resourcetype":"departmental bulletin paper","resourceuri":"http://purl.org/coar/resource_type/c_6501"}]},"item_title":"サーチ理論と賃金構造（その2：賃金・在職期間契約の場合）","item_titles":{"attribute_name":"タイトル","attribute_value_mlt":[{"subitem_title":"サーチ理論と賃金構造（その2：賃金・在職期間契約の場合）"},{"subitem_title":"Search Theory and Wage Structure （case2: Wage-Tenure Contract）","subitem_title_language":"en"}]},"item_type_id":"1","owner":"4","path":["76"],"pubdate":{"attribute_name":"公開日","attribute_value":"2014-09-30"},"publish_date":"2014-09-30","publish_status":"0","recid":"1127","relation_version_is_last":true,"title":["サーチ理論と賃金構造（その2：賃金・在職期間契約の場合）"],"weko_creator_id":"4","weko_shared_id":4},"updated":"2023-07-25T10:14:35.914938+00:00"}